MOTIVATIONAL TECHNIQUES FOR WORKERS' PRODUCTIVITY: THE TELECOM. EXPERIENCE (original) (raw)

Organizational Productivity: A Critical Analysis of the Impact of Employee Motivation

Reviews of Management Sciences

Purpose: The main objective of this research was to examine the importance of training and development in the workplace. Methodology: Several dimensions of employee performance were analyzed, including productivity, job satisfaction, employee satisfaction, employee commitment, and decision-making. An adopted five Likert scale questionnaire was adopted for the online data collection from 100 respondents from the telecommunication industry. Convenience sampling was used for sampling and the PLS-SEM was the main technique for data analysis using smart PLS software. Findings: The results suggest that organizational performance and employee performance in the telecommunication sector in Pakistan increase if there is a significant relationship between employees and decision-making. Similarly, employees with a high level of job satisfaction and affective commitment will ultimately have a higher potential for productivity and career satisfaction. Conclusions: The study concluded that employ...

ROLE OF MOTIVATION IN HIGHER PRODUCTIVITY

This paper explores the role of motivation in higher productivity. There is a general believe that man has the natural tendency to be lazy with regards to work and he is being forced by circumstances to work. According to some scientists, motivation is a need and organization is making great use of every facility in human works to achieve motivation. Productivity means the rate of power to produce, but productivity from the management or economic point of view is the ratio of what is produced to what is required to produce it. This study is therefore designed to find out the link between the extent to which various motivation strategies encourage the workers to improve their job commitment and increase their productive capacity. It is examined through the origin and evolution of related studies. On the other hand, it also offers information relative to the influences perceived and detected in these developments. This paper presents totally, a concepts based findings. These data allow us to offer an approximated picture of the motivation in higher productivity. Research suggests that individuals are motivated to perform well when the work is meaningful and individuals believe they have responsibility for the outcomes of their assigned tasks. It is recommended that, an organizational movement should be away from the current merit pay reward system to an organizational structure that promotes challenges and accomplishments, creates organizational learning opportunities, utilizes group incentives as well as individual incentives, rethinks job design, uses positive reinforcement and promotes healthy work environments.

Motivation: Outstanding Way to Promote Productivity in Employees

American Journal of Management Science and Engineering

Employees are the most valuable and unique assets of organization. People often confuse the idea of 'happy' employees with 'motivated' employees. This paper would highlight the different ways to motivate employees and how it helps in promoting productivity of the organization. In this study a detailed discussion would also be there to explain how to make feel that the work they do has meaning. There are many ways to motivate employees. Managers who want to encourage productivity should work to ensure that employees was greatly appreciated and rewarded with diligent employee performance. In order to study the various issues highlighted in this paper related to employee motivation, a large body of literature mainly from different journals have been incorporated. To make the study more relevant only those studies were included which were published in the last few decades. In past research papers few dimensions of motivation were used to explain the different models of motivation theory which has direct influence on employee motivation. The novelty of this study lies in its theoretical framework where authors have made an attempt to come up with a construct having dimensions that directly or indirectly influences employee motivation.

THE IMPACT OF MOTIVATION ON THE PRODUCTIVITY OF EMPLOYEES IN AN ORGANIZATION

This research project entitled " The Impact of Motivation on the Productivity of Employees in an Organization " has as purpose to look for those motivational variables that affects output in an organization and also to come with long lasting solution to problems associated to output in organizations. The main objective of the research is to assess the impact of motivation on workers performance in an organization and case for the study was SO.NA.RA Limbe. The primary (questionnaires and interview) method were used to collect data from field. The method analysis is random sampling (sampling size 80) and the tools used for data analysis are descriptive statistics, percentages and frequencies. The result of this study shows that motivation has a significant effect on organizations' output. Some variables other than motivational factors were discovered to be having an important effect on outputs such as; these therefore let to the following recommendation: firstly managers should de-emphasize seniority and emphasize merit and hard-work as yardstick for promotion; There should be a searchlight on the leadership style in the organization and efforts should be made to promote only productive only productive and effective worker; organization should encourage initiative and creativity by allowing for some flexibility in application of rules and regulation and lastly there should be more delegation of power at all levels of the organization and more towards decentralization.

Maximising Productivity through Employee Motivation

International Journal of Innovative Research and Development, 2023

Introduction Maximizing productivity is crucial for businesses to succeed in today's competitive market (Varma, 2018). Similarly, Perkbox (2021) adds that an organization's success is mainly dependent on the success of its workers and that success is, in turn, driven by the individuals' motivations. Organizations must improve employee enthusiasm to increase productivity. A person's level of motivation at work determines how much they will strive toward their professional objectives. Employees who feel inspired by their jobs are likelier to go above and beyond, improving the organization's bottom line. Several experts, consultants, and writers have studied the correlation between employee motivation and organizational output. These two ideas are fundamental to understanding the importance of human capital as a production input. In the same vein, Novitasari et al. (2020) lend credence to the idea by stressing the importance of a motivated staff in bolstering both the competitive edge and the bottom line. That is why it is up to management to devise strategies and methods that inspire employees to contribute to the company's ultimate goals of increased output and profitability. Motivation training, which entails instructing staff members to focus on organizational operations, may increase employees' effectiveness in their boundary-spanning positions (Tran, 2017). Therefore, this paper explores how to maximize productivity through employee motivation. The study is mainly based on secondary research, drawing on existing knowledge from scholarly articles, books, and websites on employee motivation and productivity. Based on the analysis, we identify key factors that can maximize employee motivation and productivity. This includes factors such as recognition and reward, clear communication, opportunities for growth and development, and a positive work environment. We summarize the findings and conclude how organizations can implement strategies to maximize employee motivation and improve productivity in the workplace. We further recommend that organisations implement the strategies identified in the study to maximize employee motivation and productivity. 2. Motivational Concept Empirical studies on motivating tactics have investigated several intrinsic and extrinsic methods. This section will look at the data-driven studies conducted on different motivating strategies.

Motivation as an indicator of performance and productivity from the perspective of employees

Management & Marketing. Challenges for the Knowledge Society

Motivation plays a crucial role on employees’ performance. Though organizations have an interest in keeping the employees motivated at work, they do not always have the complete picture on what indeed motivates an employee. Scholars agree that money (including employees’ wages) significantly affects employees’ performance and productivity, but they do not unanimously place it among the strongest determinants of employee motivation. The main purpose of this work was to explore the factors influencing the true motivation of employees to enhance their performance and productivity at work. This study employed a quantitative research design based on data collected during the severe period of the COVID-19 pandemic. There were 110 participants, of which 38 (34.5%) males 72 (65.5%) females working in different companies in Albania. The results showed a moderate level of satisfaction and motivation at work and a significant correlation between the motivation and success of the company. Addit...

EMPLOYEE MOTIVATION AND PRODUCTIVITY: A REVIEW OF LITERATURE AND IMPLICATIONS FOR MANAGEMENT PRACTICE

A substantial body of theory and empirical evidence exists to attest to the fact that motivation and productivity are concepts which have been subjects of immense interest among researchers and managers. The objective of this paper is to conduct a literature review and analysis on theories and empirical evidence on the relationship between employee motivation and organizational productivity with a view to drawing important lessons for managerial practice. To achieve this, the paper conducted a review of some of the key theories and empirical studies on motivation and its impact on employee productivity drawing experiences from diverse organizational settings in Nigeria and several other countries. The study revealed that there are different factors to consider in motivating employees: some monetary or financial such as pay and others are non-financial like recognition and challenging jobs. Important implications are presented for managerial practice.

EMPLOYEE MOTIVATION AND ITS EFFECTS ON EMPLOYEE PRODUCTIVITY PERFORMANCE

Femi Praise, 2023

One of the most important functions of management is to ensure that employee work is more satisfying and to reconcile employee motivation with organizational goals. With the diversity of current jobs, this is a dynamic challenge. What people value and enjoy is influenced by many factors, including the influence of different cultural backgrounds. This research report examines employee motivation and its impact on employee performance. The study examines some common theories of motivation that can be used in an organization to improve employee performance. The study showed that employees have their differences in terms of the concept of motivation. Various forms of theories of motivation in literature have been debated along with their applications and implications. Three questions were examined: What is motivation? What kind of motivation can best be used to increase employee performance? The results of the study show that motivation can increase or decrease employee performance. If the chosen form of motivation meets the needs of the employee, their performance increases. If, on the other hand, the chosen form of motivation does not satisfy the needs of the employee, the benefit decreases. It therefore encourages organizations to understand the motivating need of each employee to improve performance.

A Study of the Systemic Relationship Between Worker Motivation and Productivity

International Journal of Technology Diffusion, 2010

Three well known theories on worker motivation have proliferated in the literature and practice over the past 50 years, namely Theories X, Y, Z, Expectancy Theory, Equity Theory, Justice Theory, and Goal-Setting Theory, to name a few. We propose a Fourth Theory that is based on the fundamental principles of open systems theory that function in holistic fashion into the phenomenon of systemic motivation. When fully engaged, systemic motivation can influence workers to become more productive than in a system that does not engage. It is the central construct that has been missing in motivation theory. This paper briefly explains systemic motivation and demonstrates its potential in a case study where a motivation effect resulted in an additional $1 million in product throughput.

MOTIVATIONAL TOOLS AND EMPLOYEE PRODUCTIVITY IN ORGANISATIONS

This research has as its objective, the identifying the motivational devices and the determination of effects of motivational tools on employee productivity in organisations. The Nigerian National Petroleum Corporation was chosen as the case study. The motivational devices employed at the Corporation were identified. Leadership styles were discussed and questionnaire was constructed and administered to thirty respondents and their opinions were documented. Reliability test was conducted for the responses using Cronbach's Alpha and Kendall's Coefficient of Concordance and a value of 0.982 and 0.79 were obtained respectively. These responses were reliable according to the two tests conducted. The study found that the implementation of good corporate policies motivated the work force tremendously. Other motivators identified include salary, job security, promotional opportunities, job rotation and job enrichment.